Johannes Van Den Bosch Receives A Reply Case Study Solution


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Johannes Van Den Bosch Receives A Reply Case Study Analysis

Background and Facts

Johannes Van Den Bosch Receives A Reply an office supplies merchant for tiny and also moderate sized organisations has just recently been involved in preparing for a merger with its rival Residence Deport, which has actually influenced effectiveness degrees in departmentswith the senior manager involved in legal issues put forth by the federal Profession Compensation. With the Marketing Head advancing the news of his departure from the firm in one year, Jeannie Lewis, the present head of operations has actually been asked to take the role in the future. With obstacles in the kind of a potential social change and reduced staff member morale, the company needs a complete reengineering initiative at the advertising and marketing department.

Issue Statement

The possible social modification at the advertising division of Johannes Van Den Bosch Receives A Reply is raising uncertainty in the workplace bring about various difficulties for the Jeannie Lewis who would be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant duty in affecting strategic decisions given that Stapes Inc. needed to desert its plans of merging with Workplace Deport after the Federal Trade Commission's treatment at the same time. Given the fact that the shop has an international existence with branches in UK, UNITED STATES, Canada and also Germany, political factors in each of these countries might be able to influence performance or tactical objectives. Federal Trade Commission's antitrust fit versus the merger took up valuable time of the organization's senior administration recommending that 'political' factors can have serious ramifications for a global company.

Economic Factors: Financial factors such as the introduction of small businesses in the international situation recommend that Johannes Van Den Bosch Receives A Reply is prospering in an atmosphere where there is possible development of services. Truth that shop clients are mostly looking for office products for home offices suggests that the market has a climbing trend of entrepreneurs and also home based organisations.

Social factors: Social fads in the economic situation show that clients are trying to find ease along with attractive rates. Market research shows how the consumer for Johannes Van Den Bosch Receives A Reply lacks understanding concerning finding solutions which can offer a mix of benefit and also inexpensive.

Technological factors: Technology plays a vital function in Johannes Van Den Bosch Receives A Reply's service approach particularly as the company is piloting Technology facilities which would supply technology sales and assistance in the type of memory upgrades, peripheral installations. (Recap of BUG in appendix 2).

OB Issues as well as Manifestations.

Several underlying Organizational Behavior problems can be seen in Johannes Van Den Bosch Receives A Reply's case as highlighted in this area.

Uneasiness about social adjustment: There is uneasiness about a cultural change that would happen as soon as Todd Krasnow leaves from his setting as the Executive Vice President of Marketing with a lot of the staff members already showing unhappiness over this prospective move. This anticipated modification has actually created stress and anxiety in the work environment which has actually been combined with the previous tension of preparing the company for a possible merging with House Deport.

Difficult Task Atmosphere for Newcomers: There is scarcity of workers that can match the stressful environment of a fast-paced organization. Not just does this lead to problem in finding the appropriate people, it puts anxiety on new hires as can not endure the pace as well as stress that the organization anticipates them to birth.

Twin Reporting Lines: Beginners discover this business society troublesome and hard to deal with particularly as populated line partnerships are meant to be weak as a whole and objective setup and efficiency examination is still done by the strong line supervisor. This suggests that novices might shed clarity regarding their particular roles and objectives particularly as dotted line reporting does not keep them in direct interaction with the strong line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor rather than Bridget Coles despite the fact that it had actually been speculated that the last would take Krasnow's position came as a strike to her morale. Lewis may have been capable and also appropriate for the job yet the fact that Kransnow's separation would certainly make Coles a straight report to Lewis might have been the reason for Coles' resignation from services.

Worry & Task Instability: Fear and also instability can be identified as 2 major issues that Lewis would certainly be dealing with especially as the merger has actually now be terminated and two elderly executives of the advertising division would be leaving. The whole obligation of the division would be falling on Lewis's shoulders that would certainly not simply be in charge of brining regarding a cultural modification yet would additionally have to show herself in her new function.

Incompatible Monitoring Style of Leader: Lewis's monitoring design and its incompatibility with the marketing department's function can also be seen as an OB difficulty particularly as she has actually been utilized to dealing with issues in the procedures division where personnel are taught to concentrate on processes as well as obtain them. The advertising division on the other hand can be seen as a team of individuals that are made use of to being nurtured by Krasnow that concentrated extra on output than procedures.

Interdepartmental Differences: Interdepartmental disputes between 3 departments, advertising, merchandizing as well as procedures respectively over the appropriation of the advertising and marketing mix can be determined as another OB issue. Although the marketing department does not share the exact same vision as the other 2 divisions regarding the aloocation of the marketing mix twoards promotions and also advertsing, the merchandizing as well as operations divisions do not agree over the advertising and marketing mix allocation amongst each other either.

Fragmentation in Advertising Division: Disintegration in between the marketing and advertising departments can be determined as another OB concern which could require further focus. The fact that the marketing and advertising areas in the marketing division are separated is stopping both divisions from acquiring from each various other's experience and also experience. Combination of advertising with merchandising as well as operations would become more difficult if the marketing department itself is disintegrated which can be another possible OB issue.

Johannes Van Den Bosch Receives A Reply Analysis

Various theories have actually been used to clarify the situations to obtain additional clarity about the scenario handy.

McGregor's Theory X & Y: According to Douglas McGregor's Concept X, a lot of managers think that subordinates are easy and careless, have little ambition and withstand change. The circumstance at Johannes Van Den Bosch Receives A Reply is not totally adhering to Theory X, it can be seen that brand-new hires are locating this environment instead demanding which might ultimately lead to a better disposition of the management in the direction of Theory X. Even while examining Lewis's administration style, theory X might have been appropriate in the operations department to some extent but the Advertising department would call for dependence on Theory Y in order to obtain the creativity as well as originality from the groups.

Tuckman's Synergy Concept: As for Lewis's problem concerning bringing harmony in between the advertising and marketing department is worried, this would initially cause clash as talked about by Bruce Tuckman in his 'Team effort Concept'. (Tuckman, 1965). According to Tuckman's concept received appendix 3, during the first stage of group development, people may not bond, as they are busy discovering their place in the team. By integrating the marketing and advertising division's work, there might be the same initial disconnect which could result in the second phase of 'storming' where the teams challenge each other. It is just during the third phase or 'norming' when they would certainly come with each other to share suggestions prior to the group can bring about synergy in the 4th stage 'doing'.

Bridges' Change Model: As per William Bridge's theory (appendix 4), individuals are fairly unpleasant with modification, which is apparent by the situation at Johannes Van Den Bosch Receives A Reply The circumstance can be seen as a normal program of life if is studied according to Bridge's concept where he discusses that people go through three stages of transition when they experience change. 'End, shedding and Letting go', The Neutral Area as well as 'The New Starting' (Bridges, 2004). When people exist with change, they go into stage one therefore there might be emotions like sadness, unpredictability, irritation, temper, fear, denial as well as disorientation.The scenario at the marketing division of Johannes Van Den Bosch Receives A Reply is similar so Lewis can obtain comfortable with the idea that it is not extraordinary behavior. In the second stage, there may be a demand to connect the void between the new and also old society so Lewis may have to face this experience as soon as Krasnow leaves. There might be reduced spirits as well as reduced performance at this stage which should not be taken as a trouble. It is during this stage that Lewis will have to offer guidance to the division to make sure that they can find a sense of direction. It can be seen how Krasnow has already made this change less complicated by making Lewis get involved in the division a year prior to his real departure. According to Bridges' Model, phase 3 will produce openness to learning, High energy and commitment as individuals will accept the change (Bridges, 2004).

Abraham Maslow in his Concept of 'Requirements Pecking order' (appendix 5) has talks about the significance of 'protection needs as being a reduced level requirement of a human for triggering inspiration. As seen in the pyramid shared in appendix 3, we can see how 'the requirement to feel protected and out of threat' is at the 2nd level of requirements. Before a worker can be made to establish emotionally, he requires to have his 'Physical 'and also 'Safety' requires met.

SWOT Analysis for Johannes Van Den Bosch Receives A Reply Case Study

Implication of Analysis.

The OB analysis has actually checked out different concepts to comprehend how to handle the present situation handy. The following three alternatives have actually been suggested to assist Lewis take care of the organizational difficulties in the marketing department. Each of these choices has been suggested for alleviating the transition needed to bring the advertising and marketing division in accordance with the demands of the marketplace as well as for making the social change that would adhere to as soon as the existing leader leaves.

Integration of marketing and advertising features. Dividing Adverting and Production features. Combination of Marketing with Procedures.

Assessment of Alternatives.

Judith Shapiro who has actually earlier been interviewed by Lewis during the earlier merging days has proficiency in business-to-business advertising along with firm and retail advertising experience. Once Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising and marketing to deal with both advertising and marketing functions.

The benefit of this approach is that it will certainly incorporate both functions while lowering the demand for employing an additional resource for advertising and marketing. In addition to this, Lewis would be heading the advertising division and also regardless her substitute would be needed for the existing role that she is performing. The downside of this choice is that external hiring might produce resentment from internal workers who might be looking at the position of EVP after Lewis takes control of Krasnow's setting.

Separating Adverting and Manufacturing: Given the affordable pressures as well as premium quality job called for from the ad agency, it is recommended that Lewis ought to permit the manufacturing device to be a separate function from the advertising and marketing system. Given that a lot of advertising agencies had these 2 features as separate systems, it makes even more sense to follow the norm. In addition to this, both functions may have the ability to concentrate on their core turns on extra effectively. The negative aspect of this strategy would certainly be that additional prices would have to be birthed for establishing up separate manufacturing features. A manufacturing head might have to be employed which might boost expenses for the company.

Integration of Marketing with Workflows: Given that Lewis is currently dealing with the marketing and also procedures departments simultaneously; it makes good sense to incorporate the two functions considering that she has actually been effectively dealing with both ends. The truth that the two divisions already have major differences over allowance of sources suggests that this assimilation may be able to produce consistency especially as Lewis would certainly be heading both ends.However there are various negative aspects of this action specifically as it would certainly put excessive burden over Lewis's shoulders. The reality that Lewis has to adapt her monitoring style for the advertising and marketing division recommends that these 2 divisions would be culturally varied. Lewis may not be able to apply one type of management design to both departments which might result in inefficiency in either one of the two features.


An analysis of the three alternatives suggests that integration of marketing and operations would certainly not be a feasible move because of the huge distinctions in between the two divisions despite the fact that currently Lewis is taking care of both. While separation of the production function might have been a positive relocation for the advertising division, the reality that it would suggest putting a 3rd feature under Lewis's wing suggests this should be avoided. The integration of the marketing department is the most effective option in terms of getting the optimum results from the department. An activity plan for this alternative is discussed below.

Activity Plan.

Lewis will take over the function of EVP Marketing after Krasnow leaves.

Marketing and advertising functions would be merged.

Judith Shapiro will certainly be employed to take Lewis's location as SVP of marketing and advertising.

Manufacturing feature will certainly remain part of advertising and marketing under marketing feature.

Lewis will certainly divide herself from operations.

An autonomous management style with worker empowerment will be utilized in marketing department.

Open up door policy as well as emphasis on cross department communication will be aimed at removing disharmony.

Contingency plan.

If the integration does not exercise as intended, a contingency strategy would follow which would separate the manufacturing function from the advertising feature to reduce the tons on the SVP of marketing and advertising. In case Judith Shapiro does not get hired, Lewis will be heading the advertising department without an SVP. Because case the manufacturing feature will certainly be divided by placing it under an SVP manufacturing.